The Director of Human Resources serves as the strategic leader for all agency HR needs and responsibilities, including employee relations, employment law compliance, recruitment, retention, staff training and development, compensation, benefits, leave management, and equity and diversity initiatives. This is an engaged, hands-on leadership role managing the day-to-day HR needs of the organization while leading the HR visions for the organization. Serves as a strategic partner on the Executive Leadership Team and actively contributes to the vision, mission and values of Friends of Youth. FLSA STATUS: Exempt JOB RESPONSIBILITIES: Leads and supervises Human Resources team. Serves as principal resource regarding human resources issues.  Evaluates organizational practices for compliance with laws, rules and policies. Develops recommendations that comply with regulatory requirements.  Innovates and directs employee recruitment and retention strategies that fit the current market, trends and needs of the agency. Coaches supervisors in developing their management skills and provide proactive guidance to supervisors and employees on employee relation issues within their teams and across the organization. Helps develop and lead agency’s equity and diversity initiatives and serves as a primary resource in these areas. Provides information to employees regarding complaint resolution options. Provides guidance to managers and supervisors responding to employee concerns.  Works with Executive Leadership Team and HR staff to develop and implement a supervisor and manager training program that incorporates necessary components for continued supervisor and manager development. Oversees development and implementation of Friends of Youth’s workplace excellence program. In conjunction with Finance Director and CFO, oversees and reviews employee benefits programs including medical, dental, 403(b) plans, etc. for legal compliance, cost efficiency, and competitiveness to market.  Provides recommendations for change as appropriate. Conducts, or assists managers with, investigations to resolve allegations and work with parties towards resolution of employee concerns.  Manages and produces annual budget for HR and monitors monthly expenses to stay within assigned budget. Provides guidance and educates managers and supervisors regarding performance management and corrective actions. Ensures that performance evaluations occur in compliance with agency policies, practices and procedures. Review market data and trends related to compensation programs and recommends compensation policies and practices. Oversees exit interviews and employee surveys, analyzes data, and makes recommendations to management for continuous improvement. Approves employee change of status requests, including pay changes and hiring packets. Participates in program-specific and agency-wide audits. Develops and manages agency training and development programs in coordination with Executive Leadership Team. Conducts and/or coordinates formal and informal training sessions regarding a variety of human resources topics. Participates in committees and task forces and leadership team meetings as requested. May provide leadership for special projects. Develops and nurtures relationships across the organization that influence and are supportive of the culture developed by all employees. Demonstrates problem solving, leadership, conflict management, and team building skills in order to ensure a productive work environment and achievement of goals. Maintains a professional and positive working relationship with clients, vendors, volunteers, donors, and fellow staff and adheres to the Friends of Youth Standards of Conduct. Other duties as assigned.  JOB REQUIREMENTS: Education and Experience 1.  Bachelor’s degree in Human Resource Management, Business or related field. 2.  Minimum of 10 years progressive HR experience. 3.  Minimum of 5 years managerial experience. 4.  Experience developing and executing equity and diversity initiatives. 5.  Professional Human Resources Certification (SPHR or SHRM-SCP preferred). 6.  Experience in a nonprofit environment preferred.   Additional Requirements 1.  Must satisfactorily pass criminal history check. 2.  Must have reliable transportation and a valid Washington State driver's license (or be able to obtain one by date of employment). 3.  Employees and volunteers who operate their own or Friends of Youth vehicles on Friends of Youth business must have a safe driving record as defined by Friends of Youth. Employees and volunteers who operate their own vehicle(s) on Friends of Youth business must carry auto liability insurance that complies with the requirements of Friends of Youth.   Knowledge, Skills and Abilities 1.  Engages with diverse populations in a culturally responsive manner. 2.  Demonstrates a commitment to the values of equity and inclusion by honoring and celebrating diverse characteristics and expressions of personal identity. 3.  Extensive knowledge of current Federal, State and local laws as related to employment. 4.  Extensive knowledge of all areas of Human Resources.  5.  Strong leadership and analytical skills, detail oriented, flexible, highly organized and able to prioritize multiple projects. 6.  Excellent verbal and written communication skills. 7.  Understanding and knowledge of HR functions and compliance with laws that govern non-profits. 8.  Ability to train others in Human Resources techniques, methods and employment laws. 9.  Proficient working knowledge of ADP Workforce Now. 10.  Ability to define problem, collect data, establish facts and draw valid conclusions 11.  Strong commitment to Friends of Youth’s mission and values. 12.  Outstanding interpersonal, problem-solving and mentoring skills.   13.  Must be proactive and willing to seek out new projects independently.  14.  Committed to learning and implementing relevant COA standards and participating in our Performance and Quality Improvement Process.   15.  Willing to expand scope of knowledge through assigned tasks. 16.  Able and willing to travel to multiple local sites. 17.  Ability to work well with staff at all levels and across all departments of the organization. EQUAL OPPORTUNITY EMPLOYMENT:  Friends of Youth is an equal opportunity employer. Employment decisions are based on merit and business needs, and not on the basis of race, sex/gender, religion/creed, pregnancy, age, physical or mental disability, marital status, national origin, genetic markers, military or veterans status, sexual orientation or any other characteristic protected by applicable federal, state or local law. People of Color and Members of the LGBTQ community are strongly encouraged to apply.

Northwest Harvest is seeking a skilled C-Level executive with deep expertise in logistics, distribution, and procurement. This individual will have a proven track record of setting and meeting ambitious goals in complex organizations. The ideal candidate will have considerable managerial experience and is adept at leading human and material resources efficiently. The Chief Operations Officer will proactively build the operational and financial foundations for the organization and lead/manage the staff to allow the organization to achieve its strategic objectives. The ideal candidate will thrive in the following areas of responsibility: • Support the direction of the Chief Executive Officer. • Improve existing process and procedures throughout the organization. • Develop financial plans that support the long-term strategy of the organization. • Facilitate ongoing analysis and architecting of best practices to ensure operational efficiency throughout the company. • Translate the vision and long-term strategic plan to staff through 30, 60, and 90-day plans. • Assuring and perpetuating a culture of curiosity, reflection, collaboration and accountability. • Engendering confidence with internal and external partners. • Partnering with all levels of Northwest Harvest in active brainstorming, thought leadership and authentic real-time discussions which promote positive change. REQUIRED QUALIFICATIONS Directly accountable for optimizing outcomes within the distribution center and hunger response network operations.   1. Minimum of 10 years of senior business management experience within an operations or professional services enterprise. 2. At least 8 years’ experience in a management or executive role, preferably in an entrepreneurial environment. 3. Minimum of 5 years’ experience working within procurement and purchasing departments.  4.Develop and execute new and improved procurement strategies across all applicable purchasing channels. 5. Demonstrated passion for our work. 6. Proven track record of hiring, inspiring, growing and managing a high functioning geographically dispersed team. 7. Proven successful track record in taking projects from concept to implementation. 8. Demonstrated ability to create and cultivate positive, productive internal and external working relationships that grow as a result of their association with Northwest Harvest. 9. Effective verbal, written, interpersonal and presentation communication skills. 10. BA/BS in a business-related field or the equivalent combination of training and experience; an MBA is preferred. EEO As an equal opportunity employer, Northwest Harvest is committed to a diverse, multicultural work environment. Northwest Harvest does not discriminate in employment on the basis of age, race, creed, gender, religion, marital status, veteran’s status, national origin, disability, or sexual orientation. We encourage all qualified candidates to apply. A current resume and thoughtful cover letter that articulates your passion for the mission of Northwest Harvest should be submitted for consideration through Diversity Recruiter’s candidate registration page or via email at nicole@diversityrecruiters.com.

Description   Open Until Filled ***Applicants must upload a cover letter and resume to their application in order to be considered for this opportunity.*** TITLE : Chief People Officer DEPARTMENT : Administration SALARY : DOE SCHEDULE : Monday-Friday 8:00am-5:00pm SUMMARY : The Chief People Officer (CPO) is responsible for developing and executing human resource strategy in support of CCC’s mission, business plan, and strategic direction, specifically in the areas of succession planning, talent acquisition, compensation and benefits, equity and inclusion, change management, organizational and performance management, training and development, employee relations, employment practices and procedures, and HR information systems. With a dual reporting structure to the CEO and the COO, the Chief People Officer serves as both a business partner and a strategic leader on the senior team. The CPO is the principal architect in developing and executing human capital strategy in support of the strategic direction of the organization. With the oversight of the CEO and COO, the CPO develops and coaches managers to build an engaged workforce, implement a positive culture, and achieve organizational and business goals. The Chief People Officer plays an integral part in strengthening Central City Concern’s capacity to improve and innovate at every level of the organization, advancing the measures of CCC’s Balanced Scorecard and strategic plan. ESSENTIAL DUTIES AND RESPONSIBILITIES: Strategy and Leadership  Select, develop and lead Human Resource professionals with the goal of earning credibility as an effective and responsive partner that anticipates Central City Concern's needs and growth plans  Serve as a member of CCC’s Executive Leadership Team  Educate, advise, and influence business leaders on organizational design, organizational development, competency models, leadership development, employee engagement and retention, performance criteria and measurement, succession planning, talent reviews and change management  Develop and implement human resources strategies and tactics that enable CCC's business and strategic objectives Organizational Culture, Inclusion and Equity  Partner with senior team, particularly the Chief Equity Officer to define and drive a culture that embodies CCC’s values, and that rewards, promotes and encourages equity and inclusion, continuous improvement, and high performance throughout the organization  Ensure, with the Chief Equity Officer, cultural consistency as CCC transforms, grows and scales, and set up infrastructure to manage through change and maintain trust and communication across all levels and functions  Create an inclusive culture that encourages and supports diversity of thought and rewards the implementation of creative solutions  Partner with managers to create an enjoyable and rewarding workplace for all employees, promote a positive environment, and ensure that norms and practices for working at CCC are consistent with our mission and goals  Design and implement programs, policies and practices designed to enhance employee engagement, reduce turnover, empower diversity and inclusion, and ensure legal compliance, utilizing outside counsel as necessary  Develop and refine CCC’s people systems and processes through an equity lens to ensure they support and catalyze progress towards CCC’s equity commitment Employee Relations  Directly supervise, coach and support CCC’s Director of Employee Relations  Serve as internal advisor to CCC's managers and employees, as needed, on employee issues that affect performance or business relationships  Ensure employee relations are handled smoothly, accurately and with discretion. Work with appropriate team members and partners to manage employee claims; provide assistance and/or review of investigations/dispute resolution as needed. Consult legal counsel for advice on situations with inherent risk  Support Director of Employee Relations in representing CCC in the union contract negotiation process; grievance and arbitration matters; assisting supervisors in union contract interpretation; providing letters of understanding; and participating in labor-management meetings  Ensure timely response and completion of all required documents concerning personnel claims or filings against Central City Concern including BOLI claims and NLRB charges  Ensure compliance with Equal Employment Opportunity and Affirmative Action programs  Develop and implement structure for ongoing evaluation of employee engagement measures Compensation & Benefits  Directly supervise, coach and support CCC’s HR Operations Director  Partner with the HR Operations Director to develop and manage a competitive, contemporary compensation program by completing regular market analysis, designing pay structures, conducting cost analyses and effectively implementing improvements  Ensure that compensation and bonus programs are aligned with organizational objectives and merit-based strategies  Ensure compliance with all associated laws, regulations, and notification requirements Talent Acquisition  Optimize and scale the overall team and process for recruiting, including team structure, candidate evaluation processes, interview best practices, candidate follow-up, recruiting KPIs and their continuous improvement to drive CCC strategy and business objectives  Oversee recruitment and hiring process for senior employees Training & Development  Directly oversee and support CCC’s Training and Development Manager  Create learning and development programs that align with organization strategy and business objectives  Oversee the organization’s performance management process and curriculum, creating an equitable, actionable performance management program. Provide teaching to leaders and staff on performance management  Develop comprehensive employment pathways and an employee development strategy that provides ongoing professional development opportunities for CCC employees, preparing a diverse workforce for advancement into leadership roles  Partner with the Senior Director of Employment Services to develop employee pathways and strategies for employment opportunities for CCC clients Processes & Systems  Design strategy for and oversee HR information systems and the management of all HR data in support of achievement of KPI’s  Ensure all HR processes are documented and developed as standard work, mapped to performance objectives for members of the HR team  Ensure compliance with State and Federal employment laws, regulations, and contractual regulations related to CCC’s People function  Adhere to all state and federal privacy regulations, including HIPAA and 42 CFR Part 2, and to CCC policies and agreements regarding confidentiality, privacy, and security. Support compliance with all privacy and security requirements pursuant to community partners’ and outside providers’ patient confidentiality agreements, including privacy and security requirements for EMR access. This includes immediately reporting any breach of protected health information or personal identification information of any person receiving CCC services by CCC or an outside provider to the CCC Compliance Department, as well as to your supervisor or their designee Perform other duties as assigned. SKILLS AND ABILITIES: 1. Ability to engage with diverse staff and leadership to promote trust, collaboration, and partnership between departments and levels of leadership. 2. Function as a senior business executive who can add perspective and leadership beyond functional responsibility with a track record of helping to develop a People function that is a mission-critical partner in the business' success. 3. Ability to consider the impacts and outcomes for underserved communities during decision-making processes. 4. Ability to consider impacts of systems of oppression, structural racism, and individual bias on client outcomes. 5. Track record of developing innovative and forward-thinking talent strategies and initiatives, and successfully scaling a compelling company culture. 6. Hands-on leader with the ability to attract a highly motivated and talented team. 7. Deep appreciation for the importance of team design and people alignment. 8. Demonstrated knowledge of theories and practices surrounding organizational diversity, equity, and inclusion. MINIMUM QUALIFICATIONS: 1. Bachelor’s and/or Master’s in a relevant field required; SHRM-SCP or SPHR certification preferred. 2. 15+ years direct combined Human Resources, People Operations and/or Talent Acquisition experience. 3. 5+ years leading HR/People Ops/Talent Acquisition teams in high-growth organizations. 4. Proven success leading people/talent function at a high-growth organization or a high growth division within a larger company/organization. 5. Must have demonstrated experience utilizing technology to impact organizational effectiveness. 6. Experience leveraging practices of community/employee engagement for organizational development required. 7. Strong employee relations experience required. 8. Experience with a unionized workforce preferred. 9. Advanced knowledge of Human Resource functions and applicable Employment Law. 10. Advanced computer experience, including Word and Excel. 11. Must possess a current driver’s license, access to a vehicle, qualify as an Acceptable Driver as designated in Central City Concern’s Fleet Safety policy. Must pass an initial drivers training within 60 days of being an approved driver and continued recertification training. Must maintain vehicle insurance coverage of a minimum of $100,000/$300,000 personal auto liability coverage. 12. Must be able to pass a pre-employment drug test, TB test, and background check. This includes clearance necessary to become a QED for DHS background checks. 13. If a recovering chemically dependent person, a minimum of two years sobriety is required. 14. Will be required to carry an agency cell phone for work use. Cell phones will be provided by Central City Concern. 15. Must adhere to agency policies of non-discrimination. 16. Ability to effectively interact with co-workers and clients with diverse ethnic backgrounds, religious views, political affiliation, cultural backgrounds, life-styles, and sexual orientations, treating each individual with respect and dignity. Central City Concern is a second chance employer and complies with applicable laws regarding consideration of criminal background for employment purposes. Government regulations, contractual requirements, or the duties of this particular job may require CCC to conduct a background check and take appropriate action to address prior criminal convictions.   Qualifications Experience   Preferred PLEASE READ MINIMUM QUALIFICATIONS Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

Puget Sound Educational Service District seeks an Executive Director for Business & Operations to lead business and financial services; business planning and process improvement efforts; facilities and operations planning and maintenance; and transportation.  This position is a member of the executive leadership team. PSESD is one of nine regional educational agencies serving school districts, charter schools, and state-approved private schools in Washington. Educational Service Districts, created by the legislature, are an essential regional delivery system for early learning and K-12 services in the state. PSESD is committed to becoming an Antiracist Multicultural Organization driven by equity in education. Minimum Qualifications BA/BS degree (or higher) in job-related field Extensive experience with school district budget, finance, and audit policy/procedures; budget management; cost-benefit analysis; forecasting; and managing and monitoring financial health of educational institutions. Demonstrated ability to successfully lead business process improvement initiatives including the implementation of technological innovations for efficiency and effectiveness. Knowledge and understanding of education legislation and the interrelationship between key policy and operational issues in order to provide counsel and assistance to school district and educational partners on impact and implementation. Proficient in managing large organization-wide initiatives and projects with knowledge of system thinking; strategy design and execution; and leadership communication. Demonstrated understanding on scaling new programs and services in partnership with external agencies. Demonstrated understanding and commitment in supporting a culture that is in service of leading for racial equity.   Preferred Qualifications (Cover letter should specifically address experience meeting the preferred qualifications) Education sector (P-12) financial planning and management. Business process improvement including design and implementation of technology solutions. Designing and implementing new programs and services and supporting the expansion of programs and services agency-wide. Puget Sound ESD is committed to having a diverse workforce, and encourages all candidates meeting the minimum qualifications to apply. This is a full-time, year ’round position, based in Renton, WA. The anticipated salary range for this position is $149,602-$173,493.  Candidate offers consider experience, qualifications and internal equity. Open until filled; for best consideration, submit complete application by noon on May 10, 2019. Interviews are tentatively scheduled for Friday, May 24, 2019. For more information to apply for this position, visit our Careers page at www.psesd.org/careers. We attract, retain, and motivate exceptional people with an equitable and competitive compensation package. We offer comprehensive benefits including medical, dental, and vision; Washington State Department of Retirement System with current employer contribution at over 10%; employer paid life insurance; optional life insurance options; generous and flexible paid time off (24 days of paid annual leave, 12 days of paid sick leave, and 11 paid holidays per year); Tax Sheltered Annuity Plan; subsidized ORCA card; and free parking.